CHAPTER 9
COMPENSATION, BENEFITS, AND FACULTY RESOURCES
9.1 Pay Policy and Procedures
9.2 Summer Teaching and Research
9.3 Consulting
9.3.1 Sponsored Projects
9.3.2 Consulting Within UAH
9.3.3 Consulting Outside UAH
9.3.4 Reporting
9.4 Insurance and Retirement Benefits
9.5 Tax-Sheltered Annuity
9.6 Compensation for Job-Related Injuries and Disabilities
9.7 Tuition Assistance
9.8 Travel Reimbursement
9.9 Board Recognition of Faculty and Staff
9.10 Property Control Procedure
9.11 Unpaid Leave of Absence
9.12 Sabbatical Leave
9.12.1 Eligibility and Terms of Leave
9.12.2 Application and Approval
9.12.3 Benefits During Sabbaticals
9.12.4 Compensation During Sabbaticals from Sources Other
than UAH
9.12.5 Other Requirements and Reporting
9.13 Sick Leave
9.14 Maternity or Family Emergency Leave
9.15 Military Leave
9.16 Vacation
9.17 Holidays
9.18 University Resources of Interest to the Faculty
9.18.1 Library Services
9.18.2 Information Services
9.18.3 Bookstore
9.18.4 Intercampus Interactive Telecommunication System
(IITS)
9.18.5 Credit Union
9.18.6 Media and Design Services
9.18.7 Athletic Facilities
9.18.8 University Preschool Learning Center
9.18.9 Bevill Center
9.18.10 The University Noojin House
9.18.11 University Center
9.18.12 Telephone Services
9.18.13 Printing Services
9.18.14 Mail Services
9.18.15 Motor Pool
9.19 Other Policies Affecting the Faculty
Checks are received on the last working day
of the month except in December; payment for the month of December is made on
the first working day in January. A statement of earnings for the pay period
showing the gross earnings, itemized deductions, and the net sum of the check
is also provided.
9.2 Summer Teaching and Research
Full-time faculty members teaching summer courses are paid 10% of their academic year salary for a three-semester-hour credit course, with a maximum rate of $5,000 per three-hour course. Thus the pay rate for summer classes is 3.33% per credit-hour with a maximum amount per credit-hour of $1,666.67.
Summer pay for faculty on research contracts is based on a 37-week academic year model. A faculty member fully supported by a contract can earn 2.70% (1/37) of the regular academic-year salary per week of employment. This translates into a maximum earning of 40.5% of the academic-year salary if the faculty member works all fifteen weeks available in the summer. Requests to choose the fifteen week option must be authorized by the department chair and dean and should be submitted in writing before the end of the Spring Semester. The fifteen week model does not include vacation or leave time except official university holidays. For those faculty who wish to mix teaching and research and give a 100% effort during the summer, the 40.5% limit must be observed.
Consulting is a privilege that is encouraged if it is of a non-routine character and at a high professional level and does not entail potential conflicts of interest. Interactions with the public and private sectors advance the university's effectiveness in providing high quality student learning and enhance student employment opportunities. Such activities promote the university's image in the community as a quality institution of higher education and as a partner in economic development.
Within the purview of this policy, consultation is defined as the rendering of professional services for remuneration or reasonable expectation of financial compensation either to the faculty member, a family member, or associate to organizations both outside and within the university. Examples of such compensated activities might include but are not limited to: (a) one-time or multiple visits to a business for the purpose of offering advice and counsel; (b) carrying out investigations or studies which are not university grants or contracts; (c) a series of non-university lectures or performances; (d) serving as an expert witness; or (e) providing specific professional services other than those rendered through the university. By contrast, providing a single professional talk for a modest honorarium would not normally be considered as a consulting activity for the purposes of this policy. If there is a question regarding whether the activity is consulting, the faculty member should discuss the activity with the appropriate chair and dean.
Endeavors for financial gain may be pursued
as long as they do not interfere with the faculty member's primary commitment
to the university. Consulting must not interfere with the faculty member's
obligations (i.e., teaching, research, and service) to the university or place
the faculty member in a conflict of interest or conflict of commitment
situation.
Consulting and the performance of activities by full-time faculty members for extra compensation within and outside UAH should rarely exceed 36 hours a month, non-cumulative, above and beyond the time required to fulfill their primary responsibilities to the university. This restriction does not apply during the summer when faculty members are considered to be on leave unless they are engaged in and being compensated for teaching, research, and/or service for UAH. Teaching a course at another institution is normally considered a conflict of interest for a UAH faculty member and hence does not normally fall within the privilege of consulting. Exceptions may be authorized, but teaching must be restricted to no more than three credit hours per semester.
Approval for consulting is discretionary. Requests for consultation are subject to prior approval by the appropriate chair and dean. If appropriate, the chair and dean will consult with the senior vice president for research, provost or other specific university administrators on a project-by-project basis. A disclosure and request for approval of consulting form (Appendix J) must be submitted and approved prior to the initiation of consulting activities to be performed during periods other than those periods when faculty members are considered to be on leave. The request must be acted upon within 10 working days. If the faculty member's request is denied, the faculty member should work with the appropriate chair and dean to seek resolution. If the dean or the faculty member is not satisfied with the outcome of resolution efforts, the university's professional review committee (Appendix I) will review the situation and make written and timely recommendations to the provost. If the faculty member is not satisfied with the professional review committee's findings, the faculty member may appeal to the provost. Of course, the faculty member has full right to appeal through normal university grievance procedures.
Consulting on sponsored projects must be consistent with the policies of the sponsoring agency and the university. Procedures to implement subcontracts are in place in the Office of Research Administration. Approvals must be obtained on a Consultant Subcontract Approval Request (CSAR) through the vice presidential level.
The consulting activity must be compatible
with the interests of UAH as a public academic institution and must not require
more than a de minimus use of university resources or facilities.
When participating in consulting activities other than university grants or contracts outside UAH, the faculty member shall provide an explicit statement that UAH is not participating in or sponsoring the activity.
A report of
consulting activities must be provided to the appropriate chair and dean at the
end of each semester. The dean will provide a summary of all consulting
activities of the college to the provost at the end of each semester.
9.4 Insurance and Retirement Benefits
Group term life insurance, accidental death and dismemberment insurance, and long-term disability insurance (partial salary continuation) are provided by the university at no cost to regular full-time faculty and staff.
The Teachers' Retirement System of Alabama (TRSA) provides the retirement program required for all full-time regular faculty and for part-time faculty working 50% time or more. Temporary full-time faculty and those at 50% time or more must also participate when they enter their 13th month of employment.
Employees contribute 5% of their gross salary with a matching contribution being paid by the state, by a grant, or other funds (depending upon the source of funding for the position). This matching contribution varies in amount and is based on an actuarial determination of the funds necessary to provide benefits granted by law for members.
After ten or more years of creditable service, a member has a vested interest in the state retirement fund, which means the member is eligible for deferred retirement benefits. That eligibility is not lost if the employee leaves the employ of the university thereafter, as long as the employee's contributions are not withdrawn. Early retirement is permitted at age 60. Upon attainment of that age, therefore, an employee who has vested may retire and apply for monthly retirement benefits. Members who have 25 years of creditable service may retire with benefits regardless of age.
Approval of the IRS has been obtained to allow contributions to the TRSA on a tax-deferred status. In effect, TRSA contributions are not considered to be wages and therefore are not subject to taxation until they are withdrawn. Withdrawals are normally made at retirement when the tax rate is usually lower for most individuals. Member contributions made before approval of the tax-sheltering plan (January 1, 1982), however, are not taxable when withdrawn because taxes have already been paid on this money. An employee who obtains a refund of contributions upon termination of university employment will be taxed on all tax-sheltered contributions. In addition, if the withdrawal occurs before the employee reaches age 59 1/2 and if the refund is not reinvested or "rolled over" into an Individual Retirement Account or other qualified retirement plan, any taxable portion will be subject to applicable penalties/withholdings as specified by law. TRSA refund requests may be processed during the check-out procedure.
The amount of retirement income is determined by the number of years of participation, the salary average (using the best three out of the last ten years' salary), a retirement factor of approximately two percent per year of service, and the option chosen by the individual at the time of retirement.
The university requires all regular full-time faculty to carry health insurance as a condition of employment. Waiver of this policy may be granted for those who provide evidence of substantially equivalent coverage through another group or through individual policies. The university pays a major portion of the monthly premium for the employee and also shares in the cost for those who insure their dependents.
Regular full-time faculty members are
eligible for participation in the Teachers' Insurance and Annuity Association
and the College Retirement Equities Fund. (TIAA/CREF) The university matches
the member's contributions up to a maximum of 5%.
The university participates with the other campuses of The University of Alabama System to provide members of the faculty and staff the best available benefits at the least possible cost. Programs are studied by the Employee Benefits Committee and are subject to approval by the president.
9.6 Compensation for Job-Related Injuries and Disabilities
UAH provides benefits for employees who are injured during the performance of official duties. The university requires an immediate and formal reporting of accidents and injuries sustained on the job. Occupational injury benefits are generally equivalent to those payable under the Alabama Workmen's Compensation statute; however, such payments may be reduced by the amount of health insurance benefits carried by or on behalf of the employee.
As a condition to the payment of health care costs and/or disability benefits, a claim must be filed by the employee and reviewed and approved by the university. Claim forms are available in the Office of Counsel and should be filed with that office when completed. Such claims may be referred by the university to the State Board of Adjustment. The university is self-insured under this program with some excess coverage available through commercial insurance.
Tuition grants can be made to all active and retired full-time, permanent faculty and staff and to their spouses and unmarried dependent children. Unmarried dependents of deceased, full-time, permanent faculty and staff are also eligible for tuition assistance. Under this program the university provides payment for tuition for one credit course each semester and each of two summer terms for eligible employees and one-half the tuition for credit courses for any eligible dependent. Special fees, books and supplies are not covered and must be paid by the student. Members of the faculty with the rank of instructor or above may not pursue work toward an advanced degree or other program of study in the department or related unit in which their appointment is held.
The university reimburses eligible faculty and staff members for approved travel according to university policies.
9.9 Board Recognition of
The Board of Trustees recognizes outstanding accomplishments or long periods of service by members of the faculty or staff by the adoption and implementation of the following forms of recognition.
A. Upon death or retirement of any dean, administrative official, or tenured faculty member, each of whom has served at least ten years in The University of Alabama System or of any other employee rendering exceptional service, a formal resolution of recognition and appreciation containing the individual's biographical information and accomplishments shall be presented to the Board for its consideration, with the recommendation of the applicable president and the chancellor.
B. Upon notice of retirement of any employee who is not recognized in Section A and who has served at least ten years in The University of Alabama System, the Board on recommendation of the applicable president and the chancellor, may award to the employee a certificate of citation. Presentation of the certificate shall be made by or on direction of the applicable president or the chancellor.
C. Upon recommendation of the applicable president and the chancellor, the Board may also recognize by appropriate resolution, either on termination of employment or at any other time, outstanding accomplishments or any members of the faculty or staff in teaching, research, or service.
9.10 Property Control Procedure
UAH permits the loan of its property to the faculty and staff for off-campus use, provided the budget unit head concurs and the use benefits the university. A standard formalized agreement is signed by the borrower and the budget unit head, which identifies the property, its location, and reason for being on loan. The agreement is retained by the budget unit head and is made available to authorized personnel making property audits.
Unpaid leaves of absence for faculty members may be granted for a period of one year or less for further study and other activities that tend to enhance professional capacities or stature. In unusual circumstances, unpaid leave may be extended for an additional year. All leaves must be approved by the appropriate chair, by the dean, and by the provost. Where possible, a request for voluntary leave should be filed at least three months in advance.
Sabbatical leaves for tenured faculty are encouraged in order to further faculty development. Sabbaticals are provided so that faculty members may devote a substantial period of time, at UAH or elsewhere, to activities supporting their professional development. It is expected that the activity will also, at least indirectly, benefit UAH.
9.12.1 Eligibility and Terms of Leave
Only full-time tenured faculty are eligible
for a sabbatical.
1. At the end of six or more years of permanent, full-time service:
a. One semester sabbatical at full salary, or
b. Two semesters sabbatical at one-half salary.
2. At the end of eight or more years of permanent, full-time service:
Two semesters sabbatical at two-thirds salary.
9.12.2 Application and Approval
Sabbaticals are not given automatically. They must be requested, justified, and approved. Any faculty member requesting a sabbatical must submit a reasonably detailed plan of activities, describing how the plan will contribute to the professional development of the faculty member. Sabbatical activities may be justified by affirming any one of the following questions:
Will it enrich and enhance the faculty member's understanding of his or her field(s)
of study?
Will it increase the faculty member's effectiveness as a teacher?
Will it provide the faculty member time to devote to significant scholarly
and/or creative projects?
The faculty member is responsible for submitting a written request for sabbatical to his or her department chair (or other administrative officer immediately responsible for the applicant) by December 15 of the preceding academic year. In this letter the applicant should describe, in reasonable detail, plans for the program(s) of work and/or study that will be pursued during the sabbatical and how the planned program(s) will enhance the applicant's professional development.
By January 15, the chair will forward the sabbatical application, along with a written recommendation to the applicant's dean for review. When completed, a copy of the chair's recommendation will be sent to the applicant. By February 1, the dean will forward the application and chair's recommendation, along with a written recommendation, to the provost. When completed, a copy of the dean's recommendation will be sent to the applicant. The final decision on whether the sabbatical is granted rests with the provost, who will inform the candidate of the decision by February 15.
9.12.3 Benefits During Sabbaticals
While on sabbatical, premium deductions for
such benefits as health, dental, life, and accident insurance, as well as for
savings bond and
TIAA-CREF contributions will continue at the same rate as chosen by the faculty member prior to the sabbatical. For example, a five-percent faculty contribution would be applied to a reduced sabbatical salary, as would the university's matching percentage.
Benefits from the Teacher's Retirement System
of Alabama are affected more than those just described.
9.12.4 Compensation During Sabbaticals from Sources Other than UAH
During a sabbatical, a faculty member may receive income from sources other than UAH to supplement salary from UAH. These sources include either remuneration for teaching part time at another university or being partially paid by a scholarly research center at which the faculty member is taking the sabbatical. Because the reason for a sabbatical is professional development, not augmentation of income, consulting and other professional activities while on sabbatical are governed by the same regulations as those applicable to faculty not on sabbatical.
9.12.5 Other Requirements and Reporting
Recipients of paid sabbaticals are required either to return to the service of UAH for a period equal to the sabbatical period or to reimburse UAH for all salary received from UAH while on sabbatical. Not later than the end of the first semester following return from a sabbatical, the recipient must submit a report summarizing the activities performed during the sabbatical and the achievements accomplished. The report should be submitted and forwarded through the same channels as the original application for sabbatical.
While on sabbatical, faculty remain bound by
all rules and regulations of UAH. During the sabbatical period, faculty members
retain their rights to participate and vote in faculty matters as if they were
not on sabbatical, provided they are available or can be reached in a
reasonable period of time.
9.14 Maternity or Family Emergency Leave
The conditions and duration of compensation for short-term leaves for pregnancy, childbirth, or family emergencies involving spouse, parents, or children are analogous to those for leaves granted for temporary disability or personal emergencies. The timing and duration of absence in such cases are determined by mutual agreement between the faculty member and the institution and are based on medical need (established by a physician), the requirements of the educational program, and individual circumstances. Compensation during short-term leaves of absence for childbearing or the serious illness of a family member must be consistent with customary institutional practices. All leaves of absence must be in accord with the Family and Medical Leave Act.
Full-time employees are entitled to military leave of absence for periods when they are engaged in military duty or training for the Alabama National Guard or for any reserve component of the United States Armed Forces.
If a permanent faculty member is
involuntarily called into military service, a leave without pay will be granted
for the duration of the service obligation. Under state law, these employees
receive full pay for the first twenty-one working days of absence in a calendar
year for such purpose.
In the case of a change from a twelve-month
appointment to an academic year appointment, any unused vacation leave will be
transferred to the sick leave balance to be retained and reinstated upon the
eventual return to a twelve-month appointment, or retained for retirement
credit with the State Teachers' Retirement System.
The official
holiday schedule is published each year in the university calendar.
9.18 University Resources of
Interest to the
UAH provides many services and facilities to assist faculty in their professional pursuits and in their personal development. A few of the more important services and facilities are described in the following paragraphs.
The UAH Library supports the information, instructional, and research needs of faculty, staff, students, and the surrounding community. The main Library houses over 300,000 books, more than 450,000 government documents, and has current subscriptions to almost 3,000 journals.
The Library has an on-line integrated system, Unicorn from Sirsi with the WebCat server, in addition to having a new LogiCraft CD ROM tower on the LAN with a number of indexes and abstracts, and Infotrac's Academic Index with 550 full-text journal titles. Also, Ebsco's MasterFile 1000 with 1000 full-text journals is available. Combining all sources, UAH provides access to almost 6000 journal titles.
In addition to circulation, photocopying, reserve, and reference assistance services, the Library offers a variety of other services such as computerized literature searches through DIALOG Information Services. Searches are conducted by Library faculty members after careful consultation with the researcher requesting the service. Costs are charged to the researcher
First Search, a service that permits patrons to conduct their own searches, is available as is the Knowledge Index service. Knowledge Index is a service that permits patrons to conduct on-line searches during evening and weekend hours. Training at a free training session is required before using First Search or Knowledge Index.
The Library is a selective depository for
The Library has reciprocal agreements with many libraries in the state, allowing faculty, staff and students access and circulation privileges at these other libraries. An arrangement also exists with Redstone Scientific Information Center (RSIC) which allows faculty and graduate students access to the open literature collection. RSIC has one of the largest technical and scientific collections in the Southeast. For information, contact a reference librarian.
Interlibrary loan and document delivery services provide access to materials not held at the UAH Library. Books and/or copies of articles, papers, etc., can be acquired from other libraries. Interlibrary loan is currently available at no cost to enrolled students, faculty, and staff.
UAH has access to a wide range of computer
services ranging from mainframe supercomputers to personal computers.
UAH faculty also have access to the
facilities of the Alabama Supercomputer Network (ASN). The ASN is located in
The
The University Bookstore, located on the
lower level of the
9.18.4 Intercampus Interactive Telecommunication System
The Intercampus Interactive Telecommunication
System (IITS) offers expanded opportunities to meet and teach within The
University of Alabama System. IITS is a communications vehicle consisting of
electronically-linked conference rooms located at UA, UAB, UAH, and other
sites. Each campus has a telecommunications room equipped with cameras, video monitors,
microphones, fax machines and other equipment necessary for interactive
sessions. The IITS classroom is located in Room 205 of the
Anyone using this system can offer two-way interactive classes or meetings among all sites. Participants can see, hear, and speak to individuals at each site. Video tapes, slides, overheads, and other visual aids may be employed as needed to enhance a presentation. Although courses taught on the IITS have priority use of the system, meetings may be scheduled as time is available.
The Alabama Credit Union is a cooperative
savings and loan facility owned and operated by its members. Membership is open
to all employees of the university through the purchase of shares. Loans are
made to members for all types of consumer needs, with net earnings from loans
distributed to members in the form of dividends. The Credit Union is a full
service, consumer-oriented financial institution with a branch located adjacent
to the
9.18.6 Media and Design Services
The Office of Media Services, Alumni House, assists faculty in publicity, information dissemination, and faculty recognition. It produces UAH's internal newsletter Insight, which provides timely information about campus events and issues.
The Design Services unit is a full service in-house graphic-design studio. Its mission is to assist and support all academic and administrative departments in the design, layout, and production of printed material including brochures, annual reports, flyers, posters, newsletters, newspaper ads, illustrations, forms, and stationery.
Facilities in Spragins Hall include a
gymnasium, swimming pool, weight rooms, four racquetball courts, classrooms,
dance and exercise areas, locker rooms, and six outdoor tennis courts.
9.18.8
The
9.18.9
The
9.18.10 The University Noojin House
The University Noojin House is located
approximately two miles from the campus at
The 76,000 square foot
Telephone Services is located in the
Located in the
Mail is handled
through Mail Services, which is located in the
UAH owns several cars and vans that are available to employees for local and out-of-town travel on official business, such as meetings, training seminars, etc. A written application for use of a university vehicle is required and some charges may apply.
9.19 Other Policies
Affecting the
Liability
Insurance
The
Any UAH employee who is sued or who believes
that a lawsuit is imminent should contact the Office of Counsel without delay.
The
Alcohol and Other Drugs
Acquired Immune Deficiency Syndrome (AIDS)
Firearms and Other Weapons
Automobile/Vehicle Registration
Solicitation Protection
Use of University Equipment
Severe Weather
Smoking
Travel Reimbursement